1. Career Development Framework Our Journey So Far – A Lot Done, More to Do
December 2016

2. Agenda A bit on Permanent TSB
Why implement a CDF - ‘The Burning Platform’
Who Owns Career Development?
The PTSB Career Development Framework
Implementation Project

4. Agenda A bit on Permanent TSB
Why implement a CDF - ‘The Burning Platform’
Who Owns Career Development?
The PTSB Career Development Framework
Implementation Project

5. Career Management is an Executive Level Concern

6. CEB Research On Attrition PTSB Resignation Analysis
Career Development Framework Programme The Why? - Operational Context - Attrition and Retention Research
CEB Research On Attrition
CEB research also shows that taking effective action can increase intent to stay by up to 33%
Looking at HR metrics for voluntary resignation within PTSB in a 12 Month Period to February 2016, shows some interesting statistics around the reasons why people are leaving the bank:
PTSB Resignation Analysis
The table adjacent indicates that “Career Change” and “Career Development” are in the top three reasons that PTSB staff are leaving the company.
These areas which are the key building blocks of a Career Framework are the areas of most dissatisfaction within PTSB.

7. Agenda A bit on Permanent TSB
Why implement a CDF - ‘The Burning Platform’
Who Owns Career Development?
The PTSB Career Development Framework
Implementation Project

8. It is Critical that Organisations encourage their people to focus on Career Growth, not just Promotions

9. Career Development Framework Programme The Why
Career Development Framework Programme The Why? - Benefits of Focusing on Career Growth not just Promotions
The CDF will be designed to create a agile organisation, rather than just focusing on upward promotions it will also facilitate lateral, career moves offering breath & depth to employees CV’s

10. Moving Towards a Career Partnership Approach

11. Agenda A bit on Permanent TSB
Why implement a CDF - ‘The Burning Platform’
Who Owns Career Development?
The PTSB Career Development Framework
Implementation Project

12. Career Development Framework Programme
The PTSB Career Development Frameworks aims to:
Create a “Career Partnership” where the employee can own their career but are proactively guided by PTSB
Provide a simple transparent structure for individuals to visualize where they fit within PTSB
Highlight what L&D is relevant to each role so employees can see what competencies and development they require to advance or move laterally within or across Career Families
Rather than just focusing on upward promotions it will also facilitate lateral, career moves offering breath & depth to employees CV’s
Enable PTSB leverage internal career opportunities to prevent loss to the market and provide staff with information on potential career opportunities they may not have known or thought about
Provide a Cloud based CDF Portal with Career Development Tools to enable individuals to easily navigate and discover opportunities across the business and enable them to plan and manage their career and development. This can be done any time and anywhere.

13. Career Development Framework Programme Career Framework Architecture
Career Families
Reflects the way in which roles progresses and provides different options for career growth based on skills and type of work
Business Specialism
Business Delivery
Customer Service
Managing Through People
Competencies
Competencies are mapped to each role/ level
Behavioural competencies define how you should “behave” and Are aligned to the Strategy
Business competencies are what you need to “learn”
Competencies will have proficiencies with definitions of what good looks like at each level L1
Strategic Core Behavioural Competencies L2 L3
Business Competencies L4 L5
Assistant Manager
Dealer
Specialist
Role Profiles
Jobs are grouped into generic roles
A role profile will be a description of a role with similar purpose, accountabilities scope, skills, capabilities and similar levels
Salaries ranges are mapped to levels
Roles are also mapped to levels and Career Maps
Accountant
Customer Service Advisor
Underwriter
Individual Jobs
Employees and their individual job within ptsb

14. Managing Through People Customer Relationship Management
Career Development Framework Programme There will be 4 Career Families within PTSB which will reflect the nature of our Business
Career Families map Roles into coherent groups based on shared characteristics
All the functions within the Bank will have career profiles sitting across the 4 Career Families
Where each career profile is located within this structure will depend on what is the main focus of each roles work*
Clear Guiding Principles on how to allocate roles within Career Families have been developed
Work is currently underway streamlining roles and mapping them to this structure
Business Delivery
Business Expertise
Managing Through People
Customer Relationship Management
The key emphasis of these roles is to deliver support to the business
It involves fulfilment of PTSB’s services to Internal & External Customers
Uses organisation knowledge ( e.g. process, structures, people etc.) & administrative skills to complete work in line with established processes & procedures
The key emphasis of these roles is to provide specific functional expertise
May provide specialist guidance to others. Achieves business objectives through their expertise. Usually an individual contributor.
Expertise typically gained through education and/ or experience
The key emphasis of these roles is on leading and guiding the action of others
Achieves business objectives through the work of others to deliver individual, team, business unit & group performance
Managing others & applying line management, operational & or strategic management skills
The key emphasis of these roles is to deal directly with the customer
To provide direct contact with customers & to positively influence the service experience. To develop/maintain existing business and/or to acquire new business.
Provides professional and/or regulated advice /product proposition information to customers / clients
* When allocating roles to Career Families the guiding principle will be that 70% or more of the roles work would need to fit within that family

15. Customer Service Agent
Career Development Framework Programme Linking Learning & Development to Career Infrastructure
PORTAL
LMS
(Rebranded & Cloud Enabled )
Career
Families
Summary
Role Profiles
Competencies and associated proficiency by level
Training & Development linked to Competencies
Behavioural
Competency
“Customer
Focus”
Business Specialist
Customer Focus Definition & Proficiency
Training & Dev
List of Development
Behavioural
Competency
“Managing Risk
Career
Development
Portal
List of Development
Drive for Results
Definition & Proficiency
Training & Dev
Customer Service
Customer Service Agent
Level 5
Training and Development by Competency
ILT Courses
LMS
Books Papers
Accreditation
Useful development tips
Behavioural
Competency
“High Performance Teams”
List of Development
One Bank
Definition & Proficiency
Training & Dev
Business Support
Business
Competency
“Planning and Organising”
Training & Dev
List of Development
Planning and Organising
Definition & Proficiency
Managing Through People
Business Competency
“Problem Solving & Decision Making”
Training & Dev
List of Development
Problem Solving & Decision Making Definition & Proficiency
Career Development Tools to help employees plan and manage their Career

16. What Might it Look Like?

17. What Might it Look Like?

18. What Might it Look Like?

19. Agenda A bit on Permanent TSB
Why implement a CDF - ‘The Burning Platform’
Who Owns Career Growth?
The PTSB Career Development Framework
Implementation Project

20. Career Development Framework
High Level Plan 2016/2017
Key Milestones
June
July
Aug
Sep
Oct
Nov
Dec
Jan
Project Management
Why /Stakeholder Commitment Workshop
July
28th
Sept
30th
Branding
July
8th
Competencies Build & Review
Sept
30th
June
24th
Career Architecture Design
Oct
28th
Career Architecture Build
Nov
25th
L&D (CDF)
Nov
25th
CDF launch Training – Design & Build
July
29th
Portal Vendor Selection
Oct
28th
Portal Design & Build & Upload
Nov
11th
Portal Pilot & Test
Nov
18th
Map Individuals to CDF/Role Profiles
Ongoing
Communications CDF
CDF Go Live Launch/ Comms
Jan
20th
CDF Implementation Training

21. And Finally Some Learning (So Far)
Vital to use HR Metrics to build a strong and rational fact base and build a compelling business case for implementation
Define and agree the ‘Why’ and the ‘What’ early with Leadership Team
Only involve HRIS vendors when you have a clear and agreed vision. Its easy to get blinded by the gadgets and gizmos
Tap into the wisdom within the HR/L&D Community. We are all very easy to talk to and forthcoming (or maybe we have just been lucky!)
Involvement of and engagement with the business is the most critical success factor
Expect and embrace the bumps and curves on the road